Organizational Behavior And Its Effect On The Employees And Business As A Whole

Kinicki, A., Fugate, M. (2016). Organizational Behavior A Practical, Problem-Solving Approach. New York, New York: McGraw-Hill

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

Job satisfaction is one of the topics that have been studied repeatedly over the past decades and is expected to continue as a topic of interest since the studies of turnover continue (Omar, Abdul Majid, & Johari, 2013). Job satisfaction can be defined in many different ways, one of which is

Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs". This factors bring positive impact on organizational performance and employees’ commitments.

Chaube, S. (2007). Job Satisfaction. In ABC of Industrial Psychology (First Edition: 2007 ed., Vol. I & II Combined, p. 327, 328). Hyderabad: Neelkamal Publications Pvt.

For a business to be successful there must be a well-built foundation amongst its human resources. These workers must be kept content. In turn, they work hard and increase productivity. Organizational behavior is a way to observe the employees, while Organizational culture aids in bringing the people of the firm together. This is done by letting the people of the organization build a system of shared ideas, views, actions, and beliefs (Schermerhorn, Hunt, & Osborn, Chapter 1 & 16, 2008). Additionally, having a diverse group of talent, helps in breaking down any cultural barriers, which may

One of the most important things a business needs to be successful is happy employees. It is important for employees and managers have an established plan to deal with critical matters. Managers must study the behavior of their employees to decide how they will achieve their desired goals. Organizational behavior is "the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself. (Griffin, 2012)" We can divide organizational behavior in 3 separate categories. The first one is the individuals within the organization. The second is the work group which is made by placing workers into specific groups. The last one is how the organization itself behaves.

What is Organizational behavior? Prior to this course, I never known that much of what is organizational behavior an in which ways it can impact the organization. Over the course my knowledge about Organization Behavior has expanded. Organization behavior is the systematic study and application of knowledge about how individuals and groups act within the organizations where they work. In this paper, I will discuss the behavior in an organization for which I was employed with for two years, which was not a well-organized organization.

Organizational Behavior is the study and use of knowledge about how people in general, and individuals and groups in particular, act in organizations. It does this by using a system approach in this case. It explains relationships between people and organizations in terms of the person, the entire group, all the organization, and all the social system. Its objective is to establish better relationships by achieving human purposes,

Employees who are satisfied with what they do always tend to establish a desirable work environment, they also prove to be more productive and efficient, and this always results to greater profit, employee retention as well as customer satisfaction. It is important for managers and executives to understand job satisfaction, whatever creates it, the manner in which it should be fixed and the way of managing it. In job satisfaction there are organizational behavioral concerns that relate to it, for example, turnover, absenteeism, customer satisfaction, and workplace deviance and organization citizenship behavior.

The issue of job satisfaction within the work place and amongst employees has become a major topic/issue in companies all over the world whether in small/big companies it is important that the staff are satisfied and or happy as their level of satisfaction may have an impact on the successfulness of the company as well as customer and employee loyalty. West (www,hrnifocus.org) also backs this up by saying ‘your employees are the backbone of your business. If they are unhappy, under trained, or unable to do their job correctly, your company's success suffers’. As we stated earlier on this topic is wide in its definition on

Have you ever felt like you needed a change at work? At one point during that exact same job you felt excited about waking up and going to work? These feelings are normal and all have to do with your job satisfaction. What is job satisfaction? Judge (2013) defines this as “A positive feeling about one’s job resulting from an evaluation of its characteristics” (p.74). We are going to explore three different people with three different job satisfaction levels, characteristics of their jobs that lead to increased levels of satisfaction, characteristics of their jobs that lead to reduced levels of satisfaction, and how their job satisfaction relates to job performance, citizenship behavior, turnover, and company profit.

Gîlmeanu (2015 p.70) defines job satisfaction as “an attitude or emotional response to work tasks and simultaneously to the social and physical conditions of the workplace”. In order to employ these feelings and behaviours, it is necessary to understand the cause of dissatisfaction in order to disperse it. As mentioned in Figure 1, the cause of job dissatisfaction are concerned with personal disposition, task and roles, supervisors and co-workers, and pay and benefits. Three of these categories are directly controlled by the organisation and without effectively understanding them organisations know little on how to avoid them (Noe et al. 2015).

Organizational behavior is the systematic study and careful application of knowledge about how people – as individuals and as groups – act within organizations.

What is organizational behavior and why is it important for a company to understand it? There are several crucial reasons why companies should utilize the concepts of organizational behavior, as well as understand the key terms that are associated with organizational behavior. To understand and utilize organizational behavior there are several key terms that must also be understood, for example organizational culture, diversity, communication, organizational effectiveness and efficiency, organizational learning. Intracorp, a bill review company, has the potential to be more efficient and employees could possibly be more eager to meet intended goals.